California Employment Legal Guides (31 found)

Written by Tamara Lynn Harper
With these nine strategies you can implement immediately to limit your risk and exposure to employee labor lawsuits. Useful tools are provided to you to use as checklists, tips and worksheets.
1 of 2 users found this helpful. Posted in Employment / Labor 8 months ago. Jurisdiction: California

Written by Tamara Lynn Harper
A written at-will employment policy is enormously useful in litigating wrongful discharge claims because it can rebut an employee's claim that he or she could be fired only if your company had good cause. It is also the law in California. Cal. Lab. Code §2922.
1 of 2 users found this helpful. Posted in Employment / Labor 8 months ago. Jurisdiction: California

Written by Tamara Lynn Harper
A checklist for employers to follow regarding employee meal breaks.
1 of 1 users found this helpful. Posted in Employment / Labor 8 months ago. Jurisdiction: California

Written by Tamara Sergeyevna Freeze
You have been told by HR that your position is eliminated or you are being terminated for misconduct/poor performance. You suspect that your employer treated you unfairly and might have an illegal basis for your termination. Where do you start? How do you find the truth?
Posted in Employment / Labor 4 months ago. Jurisdiction: California

Written by Arkady Igor Itkin
This guide discusses a number of things you must keep in mind to be successful at mediating your civil claim and will also help you avoid some of the common mistakes that plaintiffs make when trying to settle their claims at a mediation hearing.
1 of 1 users found this helpful. Posted in Employment / Labor 4 months ago. Jurisdiction: California

Written by Steven Mark Sweat
Common Scenario: An employee is out for a serious medical condition. They go through their designated sick and vacation time and their 12 weeks of Family Medical Leave. Can they then be summarily terminated. Maybe not. One must still consider whether they have a disability.
Posted in Employment / Labor 3 months ago. Jurisdiction: California

Written by Shawn Tilmon Mccammon
Here are some tips for creating a Termination Checklist that can help guide you through the decision of terminating an employee.
1 of 2 users found this helpful. Posted in Employment / Labor about 1 month ago. Jurisdiction: California

Written by Jon Mitchell Jackson
Documentation and evidence are two key factors in getting every single penny you are entitled to...
2 of 2 users found this helpful. Posted in Workers Compensation about 1 year ago. Jurisdiction: California

Written by Jon Mitchell Jackson
Thousands of construction workers are injured or killed in construction site accidents each year...
Posted in Workers Compensation about 1 year ago. Jurisdiction: California

Written by Samuel Eugene Spital
To be considered "wrongful termination," it must violate fundamental public policy. This means a state or federal statute, regulation, or constitutional provision is violated by the termination. There are many examples.
5 of 6 users found this helpful. Posted in Employment / Labor about 1 year ago. Jurisdiction: California

Written by Samuel Eugene Spital
Business entity selection and business formation: general and limited partnerships, incorporation, limited liability companies (LLC), Insurance and risk management Employer / employee considerations Tax requirements Advertising and Marketing Leases Contracts
1 of 2 users found this helpful. Posted in Wrongful Termination about 1 year ago. Jurisdiction: California

Written by Samuel Eugene Spital
There are many factual considerations and legal issues that operate to establish liability and/or damages. Often, it is not just a matter of what specific reasons were given in a case, or what an employer said or did. Your attorney's role is to evaluate the real motivation.
9 of 10 users found this helpful. Posted in Wrongful Termination about 1 year ago. Jurisdiction: California

Written by Nancy J Wallace
Learn how to navigate the worker's compensation maze if you were injured at work.
3 of 4 users found this helpful. Posted in Workers Compensation about 1 year ago. Jurisdiction: California

Written by Anthony Joseph Oncidi
1. Include employment-at-will language in the application and in-take documentation; 2. Implement a mandatory arbitration program; 3. Provide regular written performance evaluations, which honestly assess skills and weaknesses; 4. Confirm the adequacy of documentation supporting a termination.
Posted in Employment / Labor 12 months ago. Jurisdiction: California

Written by V. James DeSimone
Discrimination consisting of unwelcome verbal or physical conduct directed at an employee because of his or her sex. The motivation for the unwelcome conduct or comments can be sexual attraction or hostility. The harassment can involve same sex harassment or harassment between a man and a woman.
Posted in Sexual Harassment 10 months ago. Jurisdiction: California

Written by Robert William Conti
Way back, an employee that couldn't do his usual and customary job could be terminated. Now, California employers can face liability under the FEHA, and employers in other states could face problems under that state's EEO laws and/or the ADA. It's tricky and can be a big problem if not done right
1 of 1 users found this helpful. Posted in Workers Compensation 9 months ago. Jurisdiction: California

Written by Tamara Lynn Harper
These five strategies you can implement immediately to limit your risk and exposure to employee lawsuits. Useful tools are provided to you to use as checklists, tips and worksheets.
Posted in Employment / Labor 8 months ago. Jurisdiction: California

Written by Tamara Lynn Harper
In today's economic market, terminating employees and the resulting wrongful termination litigation is on the rise. It is recommended that prior to terminating an employee, you consult with your employment counsel to minimize the potential for liability and possible litigation.
3 of 5 users found this helpful. Posted in Employment / Labor 8 months ago. Jurisdiction: California

Written by Tamara Lynn Harper
Employers should take the following steps to help be certain they have correctly classified members of their sales force as exempt or non-exempt.
Posted in Employment / Labor 8 months ago. Jurisdiction: California

Written by Jeffrey Alan Snyder
Managers and HR Professionals should avoid certain conduct that repeatedly appears later as a problem in litigation and disputes. I have noticed some recurring mistakes that even the best employers make. Here, in no particular order, are my top ten “Don’ts” for employers, in general:
Posted in Employment / Labor 8 months ago. Jurisdiction: California